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Our people are at the centre of what we do. Our workforce delivers for our customers and impacts every single element of our business and the service we provide.

Investing in and developing our skilled, resilient and future-focussed workforce will be key to securing everything from our decarbonisationThe reduction, and ultimately elimination, of greenhouse gas (GHG) emissions. In relation to electricity this means the reduction of emissions caused by the generation, transmission and distribution of electricity and the provision of entirely carbon-free electricity to homes and businesses. Decarbonisation of the whole energy system includes removing emissions from transport and heat, which will be powered by alternative low-carbon methods targets to developing an exemplary customer service offering in the next business planning period (2023-2028).

Our engagement has highlighted that we need to be ambitious in raising our efforts to further develop and nurture inclusivity, diversity and equity within our workforce and business. We realise that there is work to do in this area, both for our sector and for us as an organisation, and we are committed to creating job opportunities in the regions and communities we serve.

Our approach to attracting, engaging and managing people will create an increasingly diverse, supportive and interesting place to work and reinforce our high-performance service culture.

We are on track to have created an additional 175 job opportunities in the current business planning period, on top of the 1,000 that were initially promised. Building on this in the next business planning period our strategic focus will be to:

  • Attract and retain the best – creating an attractive workplace and a workforce that wants to work at Northern Powergrid, supports company values and culture, and is satisfied with the work and compensation;
  • Improve the business through a high-performing workforce – encouraging and nurturing workforce productivity where high performance is recognised and incentivised through fair rewards, and colleagues benefit from positive mental and physical health;
  • Upskill and develop our colleagues – investing in our people to develop a multiskilled workforce with clear pathways for progression for those who want it; and
  • Build a more diverse workforce – taking positive action across our business, from recruiting new colleagues to internal promotion, movement and development, to increase the diversity of our workforce at all levels. This will be supported by enhanced data and intelligence about the make-up and needs of our people so we can improve inclusion, diversity and equity insights and ensure our colleagues are aware of and understand these areas.

Our workforce approach will enable us to:

  • enhance our workforce renewal programmeEnsuring we maintain a sufficient and capable workforce within our organisation as individuals leave the company and skills requirements evolve as part of the energy transition to meet operational needs and create jobs in the region;
  • expand our recruitment entry pathways across more science, technology, engineering and mathematics (STEM) careers;
  • widen apprentice and graduate schemes to create more than 600 job opportunities;
  • upskill our operational workforce in smart technologies, data and other emerging technical capabilities required to decarboniseThe reduction, and ultimately elimination, of greenhouse gas (GHG) emissions. In relation to electricity this means the reduction of emissions caused by the generation, transmission and distribution of electricity and the provision of entirely carbon-free electricity to homes and businesses. Decarbonisation of the whole energy system includes removing emissions from transport and heat, which will be powered by alternative low-carbon methods, upgrade and maintain the future energy network;
  • increase the diversity of our workforce and adopt more agile working practices; and
  • provide greater flexibilityFlexibility is the ability to increase or decrease the production and / or consumption of energy at a given or requested time in order to support the wider electricity network and optimise capacity available for customers. We are seeking to adopt flexibility-first strategies, where flexibility solutions are the preferred means of balancing additional demand on our network for our colleagues to help balance work and life commitments and promote personal wellbeing.

Benefits:

  • increased job opportunities within the communities that we serve;
  • a more diverse workforce;
  • increased workforce resilience;
  • improved customer service, offering better representation and understanding of the needs of our customers and communities;
  • improved health and wellbeing of our colleagues; and
  • access to high-quality and high-potential candidates.

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